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1 – 3 of 3Zhu Yao, Xianchun Zhang, Zhenxuan Liu, Lili Zhang and Jinlian Luo
This study aims to investigate the impact of narcissistic leadership on employee voice behavior from the perspective of job stress, trust in leaders and traditionality in China.
Abstract
Purpose
This study aims to investigate the impact of narcissistic leadership on employee voice behavior from the perspective of job stress, trust in leaders and traditionality in China.
Design/methodology/approach
The authors conducted a survey on 437 employees to assess their narcissistic leadership in Time 1. In Time 2, they measured their job stress, trust in leaders and traditionality. In Time 3, they assessed the voice behavior of these employees.
Findings
Narcissistic leadership correlates positively with employees’ job stress, which mediates between narcissistic leadership and employee voice behavior. Trust in leaders negatively moderates the correlation between job stress and employee voice behavior, as well as moderates the mediation effect of job stress on the correlation between narcissistic leadership and employee voice behavior. In addition, traditionality positively moderates the correlation between job stress and employee voice behavior, as well as moderates the mediation effect of job stress on the correlation between narcissistic leadership and employee voice behavior.
Originality/value
This study establishes the impact of narcissistic leadership on employee behavior from the perspective of job stress, trust in leaders and traditionality.
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Keywords
Hsiang-Lin Tang, Xuelin Liu and Qi Fu
This study sets about assessing measurement invariance of the widely used CETSCALE in the context of an economically disadvantageous inland city in China. The 10-item CETSCALE…
Abstract
Purpose
This study sets about assessing measurement invariance of the widely used CETSCALE in the context of an economically disadvantageous inland city in China. The 10-item CETSCALE (Shimp and Sharma 1987) was administered to a college-level student sample (male = 55 and female = 198) in Nanning City, Guangxi Zhuang Autonomous Region. AMOS v. 20 was used to conduct confirmatory factor analysis and assess measurement invariance across gender.
Design/methodology/approach
This study is designed to assess measurement invariance of the 10-item CETSCALE with student sample in Nanning, the capital city of Guangxi, China.
Findings
The results support full metric invariance and factor variance invariance and partial scalar invariance and measurement residual invariance for the refined 5-item CETSCALE. It is found that college students in an economically underdeveloped multi-ethnic inland city like Nanning were less consumer ethnocentric than those in the affluent coastal cities.
Originality/value
This is the first study to assess measurement invariance of the CETSCALE with student sample from an economically underdeveloped multi-ethnic inland city in China.
Details
Keywords
Zhu Yao, Xianchun Zhang, Jinlian Luo and Hui Huang
Workplace bullying is a common negative event suffered by employees in the workplace. The harm it brings to the organization has become the focus of the field of organizational…
Abstract
Purpose
Workplace bullying is a common negative event suffered by employees in the workplace. The harm it brings to the organization has become the focus of the field of organizational behavior. The purpose of this study was to explore whether workplace bullying has an impact on employee knowledge hiding and to discover the underlying mechanism between the two.
Design/methodology/approach
Based on the conservation of resource theory and the cognitive-affective personality system theory, this paper surveys 327R&D employees of Chinese technological corporations at two time points and explores the relationship between workplace bullying and knowledge hiding as well as the underlying mechanism. This study used confirmatory factor analysis, bootstrapping method and structural equation model to validate the research hypothesis.
Findings
The results show that workplace bullying positively correlates with knowledge hiding; emotional exhaustion and organizational identification play a mediation role between workplace bullying and knowledge hiding, and both variables play a chain mediation role in that relationship; and forgiveness climate moderates the positive impact of workplace bullying on emotional exhaustion, further moderating the chain mediation role of emotional exhaustion and organizational identification.
Originality/value
The findings of this study can not only complement the existing researches on the influence of negative workplace events on employees’ knowledge hiding behaviors but also strengthen scholars’ attention and understanding of the internal mechanism between workplace bullying and knowledge hiding.
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